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Archive for the ‘talent acquisition’ Category

Over the last 2 years I have worked on assignments to find high calibre management talent within the food manufacturing industry.  I’ve gained a totally new respect for this industry and came to realize that there is a shortage of good talent at the management level; it takes a lot of creative sourcing to uncover this talent.  Subsequently, when it comes to talent acquisition it should be no surprise to learn that my sourcing toolbox is full of social media/networking sites.  I have a very large social network and maintain a presence on the internet via Twitter, LinkedIn and Facebook.   By utilizing key posting sites and performing creative Boolean searches the days of the old “cold call” are long gone – the only calls I make are very “warm calls” – those individuals who have already responded to my tweet, Linkedin message or email.    Yes it is true; if utilized properly the internet will make a recruiter more productive and visible.

Now Social Media recruitment is not new, at least to me.  Yet, I am surprised at how many placement firms and corporations are not taking total advantage of this valuable method to source talent.    If a company is willing to collaborate to identify the key competencies required for the role, and the recruiter is experienced enough to put together a structured behavioural interview process and a comprehensive sourcing strategy, 9 times out of 10 there is bound to be a successful result.  On the other hand, it is not a secret that unclear expectations lead to a dysfunctional and lengthy search.

I’m passionate about what I do and encourage all companies whether a placement agency or corporation to empower and encourage their recruiters to utilize the power of social recruitment – it is awesome and very rewarding.  In fact, I learn something new every day – a new way to source, a new site to explore, a new resource to add to my professional network.   Whatever the learning it broadens my knowledge; I can’t wait to see what tomorrow brings!

 

Lee Koren is certified as a Professional in Human Resources (PHR) and Master Trainer in Behavioural Interviewing.   She is an intuitive professional with extensive and acknowledged expertise in full-life cycle recruitment, selection and behavioural interviewing within Canada and the USA.  Lee is a results-oriented, creative individual who knows how to optimize the selection process.    She is a natural influencer who knows how to ask the right questions to fully engage the candidate.    Proven success in linking selection to performance to help identify and hire the best talent to drive business.  She guides hiring managers and candidates through the selection process with a wide degree of creativity, recruiting vision and understanding.

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Yesterday I had the pleasure of participating in the Day with Donna at Stone Edge Estate a Bed & Breakfast on the Edge of the Niagara Escarpment. It is owned by Doug Rapien and is a beautiful place surrounded by fantastic scenery  – http://www.stoneedgeestate.ca/

We gathered in a luxurious meeting room, a Dentist, Engineers, RN/Health Nutritionist, Artist, Financial Planner and of course me – a Talent Acquisition Specialist. We were strangers brought together by Donna to learn how to take our business to the next level, no matter how small or large. It was an exciting journey and one that was filled with inspiration, laughter and a large amount of learning. By the end of the day, as typical with all of Donna’s events, the strangers became a team collaborating on how best to help each other. We developed measureable goals and over the next 60 days Donna will monitor each and every one of us to insure we are following through. In addition, the team will stay connected offering support as we strive to achieve our business goals.

Donna broadcasted the event on BlogTalkRadio – I invite you to listen to the broadcast and meet the wonderful group of people I had the pleasure of spending the day with:

http://t.co/K7f07Pyx

Lee Koren is certified as a Professional in Human Resources (PHR) and master trainer in behavioural interviewing. Her passion and expertise are in talent acquisition/selection strategies on both the corporate and individual sides. Lee knows how to identify performance skills for a specific role; and how to use social recruiting to find the right talent needed to drive business performance.

I just read an article from the Harvard Business Review about why top talent is in a nonstop job hunt and I say “right on” – this is not a new scenario. Most companies do not have a strong talent management programs to help retain talented employees. This article hits the nail right on the head – unless companies are recognizing and developing their talent, there will be turnover and they will lose high potentials which will affect buisness.  Take a look at one of my earlier Blogs “Does your Talent Management Program Drive Business Performance?” – yep it is all above talented people – hiring and retaining. The economy is turning the corner and there are more opportunities available so if your company believes “talented people drive business performance” then it is time to take action!

Enjoy this article written by Monika Hamon, Jie Cao and Burak Koyunca http://bit.ly/LALXeh

Lee Koren is certified as a Professional in Human Ressources (PHR) and a Master Trainer in behavioural interviewing.  Her passion and expertise are recruitment and talent acquisition.

I just read this article by Sajjad Masud and totally agree; however this is not exactly new stuff.  I’ve been using social media as a part of the talent acquisition strategy for many years now.  If utilized properly it is a great way to find and connect with hidden talent.  Hope you enjoy the article!

http://mashable.com/2012/06/03/talent-acquisition-social/

 

Lee Koren is a certified as a professional in human resources (PHR) and specializes in recruitment and selection/talent acquisition strategy.  She is certified as a Master Trainer in Behavioural Interviewing and recognized as an expert when it comes to social recruiting.


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